Full-Service Law Firm solving complex challenges through bold thinking, precise execution, and shared purpose.

Full Service Law Firm | Michael Best & Friedrich LLP

Specializing in the Intersection of Business &amp; Government

Meet our team of trusted advisors, strategic thinkers, and community builders dedicated to client success.

Learn about our full-service legal and business solutions, designed to address complex challenges for leading organizations across industries.

Access thought leadership, news, and resources to stay informed about the latest trends, legal developments, and industry innovations.

Discover how partnership, bold thinking, and precise execution drive results for clients nationwide.

Explore how our national reach and local expertise support clients across the United States and beyond.

Grow at a firm designed to bring out your best.

The EEOC officially announced that its 2024 EEO-1 Component 1 data collection filing system is open and that employer reports will be accepted between May 20, 2025 - Tuesday, June 24, 2025. Unlike prior years where extensions were granted, the EEOC announced that the June 24, 2025, deadline is firm and that there will be no extensions. Employers can find more information at <a href="https://www.eeocdata.org/eeo1">https://www.eeocdata.org/eeo1</a> including the Instruction Booklet, Fact Sheets, FAQs and more.Even though the EEOC is still requiring private employers with 100 or more employees and certain federal contractors with 50 or more employees to report annually the number of individuals they employ by job category and by sex and race or ethnicity, the EEOC's announcement also references President Trump's recent Executive Order titled “Restoring Equality of Opportunity and Meritocracy” and warns employers against making any race or sex-based decisions based on their EEO-1 or other data. To that end, the notification states as follows: <input type='hidden' id='passle-remote-hosting-tracking-shortcode' value='102kblc'/><blockquote class="wp-block-quote passle-quote has-cite-link">“In addition, please note that under existing law, the fact that a neutral employment policy or practice has an unequal outcome on employees of a particular race or sex—that is, has a “disparate impact” based on race or sex—does not justify your company or organization treating any of your employees differently based on their race or sex. As noted above, you must not use the information collected and reported in your organization’s EEO-1 Component 1 report to justify treating employees differently based on their race, sex, or other protected characteristic. The EEOC remains committed to helping employers comply with their obligations under federal employment antidiscrimination laws.”<cite><a href="https://www.eeocdata.org/eeo1" aria-label="www.eeocdata.org/..." title="https://www.eeocdata.org/eeo1" target="_blank">www.eeocdata.org/...</a></cite></blockquote>

2024 EEO-1 Component 1 Data Collection is Now Open (May 20, 2025)

Related People

You may also be interested in these

Michael Best Appoints Jeff Mayer as Firm’s Next Chief Operating Officer

When Patent Licensing Crosses the Line: The Federal Circuit’s Warning on Tying Arrangements

Upcoming Webinar: Beyond the Report – Rebuilding FTO with Workflow-Native AI

Related People

You may also be interested in these

Michael Best Appoints Jeff Mayer as Firm’s Next Chief Operating Officer

When Patent Licensing Crosses the Line: The Federal Circuit’s Warning on Tying Arrangements

Upcoming Webinar: Beyond the Report – Rebuilding FTO with Workflow-Native AI

Slide Menu

Slide Search